| Overall Rating | Silver |
|---|---|
| Overall Score | 54.05 |
| Liaison | Tony Gillund |
| Submission Date | March 23, 2023 |
Purdue University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Tony
Gillund Director of Sustainability Campus Planning, Architecture and Sustainability |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Purdue University is committed to maintaining a community which recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of academic excellence, the University seeks to develop and nurture diversity. The University believes that diversity among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas, and enriches campus life.
Purdue University views, evaluates, and treats all persons in any University related activity or circumstance in which they may be involved, solely as individuals on the basis of their own personal abilities, qualifications, and other relevant characteristics.
Purdue University prohibits discrimination against any member of the University community on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or status as a veteran. The University will conduct its programs, services and activities consistent with applicable federal, state and local laws, regulations and orders and in conformance with the procedures and limitations as set forth in Purdue’s Equal Opportunity, Equal Access and Affirmative Action policy which provides specific contractual rights and remedies. Additionally, the University promotes the full realization of equal employment opportunity for women, minorities, persons with disabilities and veterans through its affirmative action program.
Purdue Nondiscrimination Policy Statement: https://www.purdue.edu/purdue/ea_eou_statement.php
Purdue University views, evaluates, and treats all persons in any University related activity or circumstance in which they may be involved, solely as individuals on the basis of their own personal abilities, qualifications, and other relevant characteristics.
Purdue University prohibits discrimination against any member of the University community on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or status as a veteran. The University will conduct its programs, services and activities consistent with applicable federal, state and local laws, regulations and orders and in conformance with the procedures and limitations as set forth in Purdue’s Equal Opportunity, Equal Access and Affirmative Action policy which provides specific contractual rights and remedies. Additionally, the University promotes the full realization of equal employment opportunity for women, minorities, persons with disabilities and veterans through its affirmative action program.
Purdue Nondiscrimination Policy Statement: https://www.purdue.edu/purdue/ea_eou_statement.php
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
Purdue University is committed to maintaining an environment that recognizes the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding and mutual respect; and encourages individuals to strive to reach their potential. Harassment in the workplace or the educational environment is unacceptable and will not be tolerated. Purdue has an online reporting tool that is available to the entire university. Students can also report bias related instances by contacting the Office of Student Rights and Responsibilities at 756.494.125.
Any employee, student, campus visitor or person participating in a University activity, whether on or off campus, who has experienced or witnessed discrimination and/or harassment is encouraged to report the incident(s) promptly. Prompt reporting of complaints is vital to the University's ability to resolve the matter.
Once the University has received a report of harassment and/or discrimination, the University will take any and all necessary and immediate steps to protect the Complainant. Such actions may include taking interim steps before the determination of the final outcome of an investigation.
There are both informal and formal processes for resolving complaints of discrimination and harassment. A Complainant may elect to invoke either the Informal or Formal Resolution Process. If the Complainant finds that initial informal efforts are unsatisfactory, the Complainant may then seek formal resolution. A Complainant is not required to proceed with informal resolution before seeking formal resolution.
The University has an obligation to respond to information of which it becomes aware, whether received directly or indirectly. That is, the University’s obligation may be triggered by a direct disclosure by those who have experienced potential discrimination or harassment or by gaining indirect knowledge of such information. For this reason, the University may initiate an investigation of circumstances that involve potential discrimination and/or harassment even where no complaint, formal or informal, has been filed. In those circumstances, the University may elect to investigate and, if warranted, impose disciplinary sanctions pursuant to these or other established University procedures.
In matters involving alleged criminal conduct, the Complainant may notify, or decline to notify, local law enforcement at any time. The University may also make an independent determination to notify law enforcement and/or other authorities based on the nature of the complaint.
A detailed description of the resolution process can be found here: https://www.purdue.edu/ethics/resources/resolving-complaints.php
Additionally, the university offers campus support and resources both as confidential and non-confidential options. Resources include the Center for Advocacy, Response, and Education that provides access to health and counseling services, legal advocacy, assistance with campus authorities and law enforcement, and other needs. One other example of a university resource is the Counseling and Psychological Services (CAPS) program which provides Professional counseling staff, licensed psychologists, or therapists with experience in trauma response and healing are available to assist students with personal counseling. Additional information on support resources can be found here: https://www.purdue.edu/harassment/harassment/campus.php
Any employee, student, campus visitor or person participating in a University activity, whether on or off campus, who has experienced or witnessed discrimination and/or harassment is encouraged to report the incident(s) promptly. Prompt reporting of complaints is vital to the University's ability to resolve the matter.
Once the University has received a report of harassment and/or discrimination, the University will take any and all necessary and immediate steps to protect the Complainant. Such actions may include taking interim steps before the determination of the final outcome of an investigation.
There are both informal and formal processes for resolving complaints of discrimination and harassment. A Complainant may elect to invoke either the Informal or Formal Resolution Process. If the Complainant finds that initial informal efforts are unsatisfactory, the Complainant may then seek formal resolution. A Complainant is not required to proceed with informal resolution before seeking formal resolution.
The University has an obligation to respond to information of which it becomes aware, whether received directly or indirectly. That is, the University’s obligation may be triggered by a direct disclosure by those who have experienced potential discrimination or harassment or by gaining indirect knowledge of such information. For this reason, the University may initiate an investigation of circumstances that involve potential discrimination and/or harassment even where no complaint, formal or informal, has been filed. In those circumstances, the University may elect to investigate and, if warranted, impose disciplinary sanctions pursuant to these or other established University procedures.
In matters involving alleged criminal conduct, the Complainant may notify, or decline to notify, local law enforcement at any time. The University may also make an independent determination to notify law enforcement and/or other authorities based on the nature of the complaint.
A detailed description of the resolution process can be found here: https://www.purdue.edu/ethics/resources/resolving-complaints.php
Additionally, the university offers campus support and resources both as confidential and non-confidential options. Resources include the Center for Advocacy, Response, and Education that provides access to health and counseling services, legal advocacy, assistance with campus authorities and law enforcement, and other needs. One other example of a university resource is the Counseling and Psychological Services (CAPS) program which provides Professional counseling staff, licensed psychologists, or therapists with experience in trauma response and healing are available to assist students with personal counseling. Additional information on support resources can be found here: https://www.purdue.edu/harassment/harassment/campus.php
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
A diverse, inclusive community is an integral part of the Purdue experience.
It is vital that we:
• Create and sustain a welcoming campus where all students can excel
• Increase and retain the number of historically underrepresented and diverse students, faculty and staff at Purdue
• Prepare all students to thrive in our diverse, global environment
Programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups exist across the Purdue landscape and are housed throughout Purdue’s colleges and schools. The best example of an all-encompassing strategy is the Equity Task Force https://www.purdue.edu/provost/diversity/equity/
Other resources and efforts include but are not limited to:
1. Purdue University is launching one of the largest faculty hiring initiatives in its history as a key part of a $75 million Equity Task Force effort to diversify the racial makeup of its faculty, staff and student ranks. Over the next five years, 40 full-time faculty will be added through several academic clusters as part of this initiative.
2. Diversity Transformation Award: The Diversity Transformation Award (DTA) program is a new initiative funded by the Office of the Provost, with the goals of enhancing campus diversity by increasing the enrollment and success of students from underrepresented minority populations, increasing the representation of underrepresented minorities within the faculty ranks, and leveraging the research talent on campus to create a nationally recognized center of activity in studying factors affecting inclusiveness and success of underrepresented minority (URM) students and faculty.
3. ADVANCE-Purdue and the Center for Faculty Success, a campus center focused on developing programming and implementing activities and events for faculty on the West Lafayette campus. It is a National Science Foundation program designed to develop systemic approaches to increase the representation and advancement of women in academic science, technology, engineering and mathematics (STEM) careers, thereby contributing to the development of a more diverse science and engineering workforce.
It is vital that we:
• Create and sustain a welcoming campus where all students can excel
• Increase and retain the number of historically underrepresented and diverse students, faculty and staff at Purdue
• Prepare all students to thrive in our diverse, global environment
Programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups exist across the Purdue landscape and are housed throughout Purdue’s colleges and schools. The best example of an all-encompassing strategy is the Equity Task Force https://www.purdue.edu/provost/diversity/equity/
Other resources and efforts include but are not limited to:
1. Purdue University is launching one of the largest faculty hiring initiatives in its history as a key part of a $75 million Equity Task Force effort to diversify the racial makeup of its faculty, staff and student ranks. Over the next five years, 40 full-time faculty will be added through several academic clusters as part of this initiative.
2. Diversity Transformation Award: The Diversity Transformation Award (DTA) program is a new initiative funded by the Office of the Provost, with the goals of enhancing campus diversity by increasing the enrollment and success of students from underrepresented minority populations, increasing the representation of underrepresented minorities within the faculty ranks, and leveraging the research talent on campus to create a nationally recognized center of activity in studying factors affecting inclusiveness and success of underrepresented minority (URM) students and faculty.
3. ADVANCE-Purdue and the Center for Faculty Success, a campus center focused on developing programming and implementing activities and events for faculty on the West Lafayette campus. It is a National Science Foundation program designed to develop systemic approaches to increase the representation and advancement of women in academic science, technology, engineering and mathematics (STEM) careers, thereby contributing to the development of a more diverse science and engineering workforce.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
A diverse, inclusive community is an integral part of the Purdue experience. Purdue strives to create and sustain a welcoming campus where all student can excel. Programs to provide mentoring, counseling, and peer support to students, academic staff, and/or non-academic staff from underrepresented groups exist across the Purdue landscape and are housed throughout Purdue’s colleges and schools. The prime example of an all-encompassing strategy is the Equity Task Force https://www.purdue.edu/provost/diversity/equity/
Numerous efforts and resources including but not limited to:
Cultural and Resource Centers
1. Asian American and Asian Resource and Cultural Center: provides dynamic educational resources for the Purdue community and the Lafayette-West Lafayette community. The AAARCC opened its doors in January 2015 and seeks to remain as a source of education, integration, and support. Programs and events will be constantly evolving to meet the ever-changing needs of the campus community. Our space is committed to preserving, advancing, and connecting the rich diversity here at Purdue to offer an exciting global experience for all.
2. Black Cultural Center: offers a wealth of programs and services for the entire campus community. Founded in 1969 as part of the University’s response to sweeping social change, the BCC has grown and matured into Purdue’s focal point for the African-American experience and a force for the cultural enrichment and intellectual growth of all. We bring together the wonderful diversity of the Purdue family by nurturing and presenting the rich heritage of the African-American experience through art, history and cultural understanding.
3. Latino Cultural Center: established in 2003 as a place to gather, learn, share and support Latino cultures. The LCC seeks to enhance diversity through education and programming but also acts as a home away from home among Latinos at Purdue. The LCC serves as an educational and cultural foundation for all students, faculty and staff members. Educational, social, professional and cultural events are hosted and sponsored by the center throughout the year.
4. Lesbian, Gay, Bisexual, Transgender, and Queer Center: provides programming that engages the campus and community on LGBTQ issues through an exciting calendar of events. The LGBTQ Center coordinates a distinguished lecture series, advocates for equitable access and a discrimination-free environment, and facilitates a variety of training opportunities throughout the year. The Center is the primary point of contact for members of the LGBTQ community. Our space is a dedicated Safe Zone that provides a welcoming and affirming location on campus for all, regardless of sexual orientation and gender identity or expression.
5. Native American Educational and Cultural Center: Established in 2007 through student and campus advocacy, the NAECC was created to develop a new generation of educated students who will make positive contributions to their tribal communities and educate non-Natives about indigenous cultures, histories and traditions.
6. Susan Bulkeley Butler Center for Leadership Excellence, serves as a catalyst for developing leadership for the 21st century. The center started with the generous donation from Susan Butler. It has many resources, including Inclusive Mentoring training to learn how to be a good mentor for those from different backgrounds.
7. ADVANCE-Purdue and the Center for Faculty Success, a campus center focused on developing programming and implementing activities and events for faculty on the West Lafayette campus. It is a National Science Foundation program designed to develop systemic approaches to increase the representation and advancement of women in academic science, technology, engineering and mathematics (STEM) careers, thereby contributing to the development of a more diverse science and engineering workforce.
Initiatives
The university offers numerous initiatives to support students, staff, and faculty from underrepresented groups. The list below offers examples but is not all encompassing:
1. BoilerMENTOR: A peer-to-peer mentoring program for first-year students who are recipients of the Emerging Leader scholarship as well as other exceptional students who wish to be a part of this opportunity.
2. Democracy, Civility, and Freedom of Expression Student Essay Prize: Open to undergraduate and graduate students enrolled and in good standing at Purdue University. At each of the Democracy, Civility, and Freedom of Expression events, Dr. John Gates, Vice Provost for Diversity, Inclusion and Belonging, will recognize student awardees on stage, providing each winner with a certificate and a $1,000 award.
3. Diversity Transformation Award: The Diversity Transformation Award (DTA) program is a new initiative funded by the Office of the Provost, with the goals of enhancing campus diversity by increasing the enrollment and success of students from underrepresented minority populations, increasing the representation of underrepresented minorities within the faculty ranks, and leveraging the research talent on campus to create a nationally recognized center of activity in studying factors affecting inclusiveness and success of underrepresented minority (URM) students and faculty.
4. Diversity Spotlight: Watch this space for updates on people, activities and initiatives that enrich our campus and our lives.
5. DTA Resources: This DTA, called the Boiler Inclusion Project, draws from the empirical literature related to intergroup relations, diversity, inclusion and belonging to build a program intended to set in motion a range of positive intergroup behaviors. Creating a more inclusive and inter-culturally competent climate will benefit Purdue Boilermakers during their on-campus experiences and beyond. The full program (50 minutes) explores a variety of topics related to diversity, inclusion, and belonging and includes five professionally developed videos that transport viewers into situations that encourage learning, engagement and competence.
6. Indiana Black Expo: The largest ethnic and cultural event of its kind in the nation and attracts more than 350,000 attendees annually. It provides networking, educational, career and cultural opportunities for participants.
Numerous efforts and resources including but not limited to:
Cultural and Resource Centers
1. Asian American and Asian Resource and Cultural Center: provides dynamic educational resources for the Purdue community and the Lafayette-West Lafayette community. The AAARCC opened its doors in January 2015 and seeks to remain as a source of education, integration, and support. Programs and events will be constantly evolving to meet the ever-changing needs of the campus community. Our space is committed to preserving, advancing, and connecting the rich diversity here at Purdue to offer an exciting global experience for all.
2. Black Cultural Center: offers a wealth of programs and services for the entire campus community. Founded in 1969 as part of the University’s response to sweeping social change, the BCC has grown and matured into Purdue’s focal point for the African-American experience and a force for the cultural enrichment and intellectual growth of all. We bring together the wonderful diversity of the Purdue family by nurturing and presenting the rich heritage of the African-American experience through art, history and cultural understanding.
3. Latino Cultural Center: established in 2003 as a place to gather, learn, share and support Latino cultures. The LCC seeks to enhance diversity through education and programming but also acts as a home away from home among Latinos at Purdue. The LCC serves as an educational and cultural foundation for all students, faculty and staff members. Educational, social, professional and cultural events are hosted and sponsored by the center throughout the year.
4. Lesbian, Gay, Bisexual, Transgender, and Queer Center: provides programming that engages the campus and community on LGBTQ issues through an exciting calendar of events. The LGBTQ Center coordinates a distinguished lecture series, advocates for equitable access and a discrimination-free environment, and facilitates a variety of training opportunities throughout the year. The Center is the primary point of contact for members of the LGBTQ community. Our space is a dedicated Safe Zone that provides a welcoming and affirming location on campus for all, regardless of sexual orientation and gender identity or expression.
5. Native American Educational and Cultural Center: Established in 2007 through student and campus advocacy, the NAECC was created to develop a new generation of educated students who will make positive contributions to their tribal communities and educate non-Natives about indigenous cultures, histories and traditions.
6. Susan Bulkeley Butler Center for Leadership Excellence, serves as a catalyst for developing leadership for the 21st century. The center started with the generous donation from Susan Butler. It has many resources, including Inclusive Mentoring training to learn how to be a good mentor for those from different backgrounds.
7. ADVANCE-Purdue and the Center for Faculty Success, a campus center focused on developing programming and implementing activities and events for faculty on the West Lafayette campus. It is a National Science Foundation program designed to develop systemic approaches to increase the representation and advancement of women in academic science, technology, engineering and mathematics (STEM) careers, thereby contributing to the development of a more diverse science and engineering workforce.
Initiatives
The university offers numerous initiatives to support students, staff, and faculty from underrepresented groups. The list below offers examples but is not all encompassing:
1. BoilerMENTOR: A peer-to-peer mentoring program for first-year students who are recipients of the Emerging Leader scholarship as well as other exceptional students who wish to be a part of this opportunity.
2. Democracy, Civility, and Freedom of Expression Student Essay Prize: Open to undergraduate and graduate students enrolled and in good standing at Purdue University. At each of the Democracy, Civility, and Freedom of Expression events, Dr. John Gates, Vice Provost for Diversity, Inclusion and Belonging, will recognize student awardees on stage, providing each winner with a certificate and a $1,000 award.
3. Diversity Transformation Award: The Diversity Transformation Award (DTA) program is a new initiative funded by the Office of the Provost, with the goals of enhancing campus diversity by increasing the enrollment and success of students from underrepresented minority populations, increasing the representation of underrepresented minorities within the faculty ranks, and leveraging the research talent on campus to create a nationally recognized center of activity in studying factors affecting inclusiveness and success of underrepresented minority (URM) students and faculty.
4. Diversity Spotlight: Watch this space for updates on people, activities and initiatives that enrich our campus and our lives.
5. DTA Resources: This DTA, called the Boiler Inclusion Project, draws from the empirical literature related to intergroup relations, diversity, inclusion and belonging to build a program intended to set in motion a range of positive intergroup behaviors. Creating a more inclusive and inter-culturally competent climate will benefit Purdue Boilermakers during their on-campus experiences and beyond. The full program (50 minutes) explores a variety of topics related to diversity, inclusion, and belonging and includes five professionally developed videos that transport viewers into situations that encourage learning, engagement and competence.
6. Indiana Black Expo: The largest ethnic and cultural event of its kind in the nation and attracts more than 350,000 attendees annually. It provides networking, educational, career and cultural opportunities for participants.
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
The Alliance for Graduate Education and the Professoriate (AGEP) program is designed to improve underrepresented graduate students’ participation, preparation, and to ensure success in their academic careers. The program offers a series of personal and professional development workshops, mentoring, and outreach activities to help prepare URM students beyond graduate school. These activities provide the opportunity for participants to foster academic and research collaborations to support and enhance underrepresented graduate student experiences and prepare for the professoriate. The overall goal for the AGEP program is to help facilitate graduate student retention through degree of completion and provide resources that attribute to a successful entry into the professoriate. https://www.purdue.edu/gradschool/diversity/programs/alliance-graduate-education-professoriate/
Optional Fields
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Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
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Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.